Patricia Brereton

I worked in several contract positions to gain experience in different industries, including Banking, Automotive and Retail. Roles included Recruitment Manger in Banking, working with the HR Shared Service team and recruitment team to develop and implement new policies and procedure in relation to recruitment and other HR services. My contracts also included Senior HR Business partner in automotive industry as well as store HR Business Partner for large retail chain. I worked on Projects in both operational and strategic HR, including recruitment, disciplinary issues and policy/procedural implementation. Part of my remit was to act as senior business partner and provide advice and support to the business ensuring best practice standards are implemented and maintained, including key legislation and process across the region. To provide a value added service to the management and employees that reflects the business objective of the company.

• Act as single point of contract for employees and managers in designation business areas.
• Provide advice and guidance in accordance with Company policies and local labour laws on all employee related issues.
• Oversee the day to day management of the HR Team
• Oversee all recruitment within the group of companies
• Provide accurate and timely management information to management team in countries of responsibility
• Proactively support the delivery of the HR Services to the customer
• Support HR policy development for all group of companies around the region.
• Support the annual salary and bonus review process.

Lead and direct the Human Resource team to deliver a comprehensive HR service to the business \nEmployee Relations managing absence, disciplinaries, grievances, sickness etc. Measure employee satisfaction and identify areas that require improvement \n \nPerformance Management coaching managers on performance management issues and processes \n \nLearning & Development providing guidance on development for managers and their teams \n \nTraining - Implementing the training and development agenda; identify areas that need attention and improvement \n \nRecruitment & retention - managing talent and succession planning; taking overall responsibility for recruitment activity and campaigns \n \nReward advise and support employees on company benefits \n \nPolicy & procedures implementation of new HR policies, procedures and processes \n \nEnsure all company policies and procedures are up to date in line with current employment law. Ensure line managers are up to date with changes to any policies. \n \nWorking with senior managers, coaching them and advising on all people issues \n \nDeal with complex disciplinary/grievance and HR issues, using HR and company knowledge evidencing appropriate decision making skills \n \nManaging HR budgets

Developed HR policies and implemented these policies and procedures to deliver the business plan,

Senior HR professional supporting a team of senior HR advisors. Providing proactive consultation to relevant stakeholders, providing best practice advice and guidance.

Managed the HR advisor team ensuring that they were clear about expected standards of performance, motivated and developed to provide professional HR services.

Provided HR direction on Pay, Reward and Benefits strategies on a regular basis in line with compensation and Benefits strategies.

Supported and promoted the implementation of best practice learning and development across the company.

Managed the annual appraisal process locally and supported in the implementation of development programmes

Guide the Business Unit Directors and Senior Managers on organization design and structure to ensure employee resources compliment the business Unit plans in a cost effective way.

Created tailored HR business plans for Business Units in line with corporate HR Business Plans and provide appropriate HR interventions direct in line with cultural, business strategies, senior management engagement and legislative requirements.

Was the key HR interface for the business in employee consultative processes supporting the Business Unit Director and Senior managers in effectively engaging with employees.

Proactive approach in ensuring compliance with UAE employment legislation and HR best practice.

Championed effective and high levels of communication to ensure the company to maximizes opportunities for communication and consultation, and obtains buy in and commitment of staff and line managers.

Developed mechanisms to monitor the effectiveness of Human Resources and produce regular reports on key HR performance indicators to ensure service delivery is consistent and in line with agreed standards

Initiated and implemented five year HR Department Business Plan to deliver overall organizational plan developed by Board.

Development of Policies procedures and good practice for use by the group including: Age discrimination, equal opportunities, Occupational Health. Working with various works councils to ensure full support and buy in of all employees

Raised profile and confidence in Human Resources as a business partner.

Acting as HR lead, planned, consulted on staff into any Department restructures/re-organisation ensuring legal and best practice applied.

Project Manager for the re-accreditation of Investors in People (IIP) including a review of existing practices and their effectiveness, making revisions or complete replacement and development of new systems and procedures the organization.

Provision of proactive/reactive HR support to managers and staff including employee relations, performance management, recruitment and selection, redundancies, investigations, mediation and negotiation with staff groups incorporating knowledge of Employment Law.

Manage and monitor all HR and training budgets

Organized and involvement in recruitment process of senior level appointments.

Contract/negotiate with external providers on key appointments, benefits provision as required.

HR lead in provision of flexible benefits package for all employees